“The quality of a leader is reflected in the standards they set for themselves.”
Easton Asks: I want to hire a great professional keynote speaker for an event I’m helping to plan. However, I don’t want to pay an arm and a leg for a feel-good speech that doesn’t deliver results. How can I find the speaker who will provide the best value?
Joel Answers: The cost of a hiring a professional speaker for your keynote address can vary significantly, but it’s important not to cut costs by choosing the cheapest speaker rather than the one who is best for the job. You want your event to shine, and that won’t happen unless you choose the best professional speaker you can afford. Having said this, no matter the cost, make sure the speaker’s service provides solid value.
What qualities should you require a keynote speaker to have?
Most importantly, the ability to not only fire up an audience but to empower them to think strategically about their careers. The best speakers catalyze lasting change by helping audiences devise a clear plan of action for stepping into leadership roles.
Whether you are hosting an all-day high-potential training or a corporate event, a professional keynote speaker has the power not just to motivate your employees, but also to help you cut costs by improving your people’s efficiency and productivity. They’ll learn strategies for working smarter, and by increasing their engagement, they’ll get more results.
- Ask questions of your professional speaker.
You can increase the value you’ll get from the speaker by asking plenty of questions during the screening process. Find out where the speaker’s strengths lie and determine whether those strengths match up with your company’s needs. Tell the speaker about the challenges your company is facing and ask how he will address those problem areas. You should interview at least two or three candidates before making a choice.
- Find out what other services the speaker offers.
Ask your candidates what services and programs they have to offer in addition to the keynote speech, and figure out how those can be incorporated into your event. Can they double as an emcee for your event? Can they hold a breakout session after the keynote address? Add an additional service or two that might normally require hiring multiple people but could be done by a single speaker, and you just might be able to get a discount and save money on the overall cost of the event.
- Treat your speaker as an investment, not an expense.
In order for your business to be profitable, you can only cut corners so much. As the old saying goes, you have to spend money to make money. Remember that your speaker is an investment in your employees. If you pick the right speaker, you’ll see a measurable return on investment due to increased confidence, morale, and productivity. Only then will your event be a true success.
Wondering whether you’ve found the perfect speaker? Watch videos of your speaking candidates online to observe their speaking style. Any accomplished speakers will have videos that demonstrate whether they’re a truly captivating presenter. Are they charismatic—when they enter the room, would people turn their heads in anticipation of what they are going to say? Listen for the audience’s reaction, too—do funny anecdotes get a genuine laugh, or do jokes fizzle out? How does the overall pacing feel?
Did you watch a speaker’s video and think, I would love to have this person speak to my people! Set up a phone conversation. Ask questions like these:
- What types of audiences do you speak to?
- What kinds of tools do you share with employees for helping them make changes?
- Are you available to lead a breakout session and/or follow-up training?
With the right professional speaker, your keynote will give your employees an actionable plan they can implement to achieve their career goals. They’ll leave the session more driven, with clearer goals, and ready to implement the changes that will take their career and their company to the next level.
Hire Joel Garfinkle for a speaking engagement and see for yourself why he is one of the most sought-after motivational and professional speakers.
“Tell me and I forget, teach me and I may remember, involve me and I learn.”
– Benjamin Franklin
Patrice knew she needed to get serious about succession planning. As the Chief Human Resources Officer at a multi-billion dollar company, she had hundreds of aspiring leaders not prepared for the next level.
As part of this plan, she wanted to hire a corporate trainer to help the aspiring leaders by giving them the tools they needed for the next level. She knew her employees deserved a top-tier speaker, and she wanted someone who would provide the follow-up needed to ensure their success.
Hiring a top-notch speaker with the right expertise can change the game by shifting workplace culture. A skilled trainer can help employees break free of any undesirable patterns and fully leverage their company’s collective talent, guiding them to become great leaders.
Since she wanted to get a great return for her investment, Patrice carefully outlined a strategy for planning the training. If you’re looking for a corporate training for your company, here’s the 3-step process that the trainer should follow.
- Corporate training – pre-event briefing
What happens before the actual training or event is as important as the event itself. Prior to the corporate training, a good speaker will interview company leaders and key decision-makers as well as seminar participants to understand company dynamics and employee pain points.
The speaker might also inquire about past team-building or leadership skill-sharing initiatives, asking you to share what worked and what didn’t. By doing so, the speaker gains a deep understanding of the company culture and the people who will be attending the presentation.
The speaker can then give your company a corporate training that will address specific concerns instead of providing a superficial cookie-cutter solution that may sound grand but leaves no impact.
- Corporate training – during the event.
Effective speakers know how to train on leadership by incorporating genuine employee stories that emerged from pre-event discussions to make their arguments compelling. By sharing anecdotes, interacting with the audience, and asking questions, a good speaker ensures that participants are hanging on every word and leave fired up to work together as a team.
But is that enough? Not if you ask an exceptional trainer. To really get the speech to “stick,” the best corporate trainers also offer the company’s employees tools to help them unravel the pain points troubling them. Along with motivation, they deliver a plan of action that directly impacts the bottom line.
- Corporate training – post-event process.
So, the event was a raving success, the employees are fired up, they’re got the tools to get started—that’s the recipe for team-building success, right? Well, almost. The final ingredient to ensure that it all comes together is following up. Holding employees (and yourself) accountable is critical. Encourage employees to take on new creative projects and publicly reward those who take extra initiative. Roll up your sleeves and get involved; it says a lot about the way you lead. Email participants for feedback on the event or organize a post-event anonymous survey.
You can also invite the speaker to come back for a shorter follow-up event to reinforce the results you want. This can be done with a webinar. Finally, a great speaker might help you lay out a game plan for how to keep your team motivated and elevate their performance to higher levels.
Patrice found a speaker who understood the importance of coaching and mentoring employees as well as delivering a stellar motivational speech. The employees were ecstatic afterward, filled with the excitement of having new strategies for success and knowing their company took their growth seriously.
All corporate leadership trainings are not created equally. There’s a lot of work that goes into a uniquely designed customized seminar that fits the needs of your organization. Look for a speaker with a commitment to thorough pre-event preparation and post-event follow-up. The top candidates will not only answer your questions thoroughly, but will ask you insightful questions that show they’re working to understand exactly what you need a speaker to do. That’s the difference between a feel-good seminar and a company training that takes corporate success to a whole new level.
If you’re looking for real results, hire a corporate trainer who is a leading expert in the above 3-step process today!
“I think self-awareness is probably the most important thing towards being a champion.”
~Billie Jean King~
Client Clara asks: I always get so nervous before my annual performance review. How can I calm my nerves and make sure it goes as well as possible?
Coach Joel answers: Performance reviews can be daunting, but being proactive about the process will make it a motivating ritual that you look forward to. By conducting a review of your own performance before you meet with your boss, you’ll have thoughtful answers to all your boss’s questions. Here’s your guide on how to do that.
Your boss might conduct performance reviews once a year, every six months, or on a quarterly basis. Forty-eight percent of employees are reviewed annually, and 26% are reviewed less than once a year, says Gallup. More frequent reviews are optimal, allowing you to recollect more of what happened during the review period.
Aim to conduct your own performance review on a quarterly basis. Even if your boss only conducts reviews once a year, you’ll have detailed notes from each quarter to use in preparing for your annual review.
According to Gallup’s research, good performance reviews are “achievement-oriented, fair and accurate, and developmental.” Gallup suggests calling them “progress reviews” to emphasize these areas of focus.
In other words, they should be less about a grade and instead focused on utilizing the performance review process to continue developing your skills.
- Evaluating fulfillment of the role
- Look at the description of your role. Then ask yourself how well you’re fulfilling each of your primary responsibilities.
- Ask yourself if the expectations are fair, and if you have adequate time and resources to fulfill the role, advises Gallup. If not, determine what changes are necessary.
- Reviewing your past goals
- Look at the work performance goals you set for the period you’re reviewing. Where did you achieve them, and where did you fall short?
- Analyze what went wrong when your efforts didn’t succeed.
Make a list of the areas you want to strengthen.
- Acknowledging successes
- List and share your achievements, both concrete and less tangible.
- Have you developed any new skills, even if you haven’t put them to extensive use yet? Be sure to add them to your list, so you can make them known to your boss.
- Examining your leveraging of success
- Ask yourself how you leveraged your successes, advises Sharon Armstrong in The Essential Performance Review Handbook. Have you effectively used them to boost your visibility and influence?
- Consider where you could leverage successes better in the future.
- Create a visibility plan outlining how you’ll do that.
- Setting goals
- Now it’s time to set new goals for the next period. Make sure your goals are SMART—“strategic and specific, measurable, attainable, results-based, and time-bound”—emphasize Anne Conzemius and Jan O’Neill in The Power of SMART Goals.
- Consider what actions you’ll need to take to reach your goals. For example, if you want a promotion, look at options in your company and prepare a compelling argument for why you should get one.
- Developing ideas
- Write up specific proposals for ideas you wish to pursue, suggests Armstrong. Generate ideas that will challenge you and emphasize the skills you want to highlight.
- If you have ideas for how the department or company could improve, write them down as well.
- Evaluating salary
By conducting a review of your own performance, you’ll feel energized and inspired at performance review time. Plus, you’ll come across as far more articulate, insightful, and capable during your meeting with your boss. And in turn, you’ll make better use of that meeting, coming equipped with questions to ask and polished ideas to present.
Hire leadership coach Joel Garfinkle for more advice on preparing for career advancement.
“The speed of the boss is the speed of the team.”
Tom had been working as a manager for almost a year. He was good at evaluating people’s performance, pointing out areas for improvement, and saying “thank you” often. To him, those were the things that a good boss did.
However, when Tom sat down with his mentor to talk about his progress, his mentor told him that those things are just the tip of the iceberg. “One of the hallmark qualities of a great boss is that he’s always striving to improve,” said his mentor. “Here are 5 tips on how to become a better boss. You’ll be the kind of boss who inspires tremendous loyalty, innovation, and respect from his people.”
- Inspires a Shared Vision
Hone your understanding of your organization’s vision. Talking in-depth about vision with company leaders will give you a better grasp of it. Even if you’re not a high-level leader, understanding how your department fits into the big picture will help you and your people excel. Then instill the vision in your people. At the beginning of a meeting, talk about how the project you’re presenting furthers the organization’s vision and mission. People will have a stronger grasp of their importance, and in turn, greater motivation, when they share the vision and goals.
- Be a Great PR Agent
To be a better boss, show how much you care about your people’s success. Sing your people’s praises in front of colleagues and superiors. This shows you’re committed to their advancement. Let them hear you giving praise, but don’t hold back if they’re out of earshot, either. If you speak highly of them in a private meeting with your own boss, mention it to them later. Your loyalty to them will increase their loyalty to you.
- Have Difficult Conversations
Embrace difficult conversations, seeing them as an opportunity for growth. A great boss is a pro at conflict resolution, and puts his mediation skills to the test if coworkers have a problem to resolve. When he’s talking to people about improving their performance, he keeps a positive focus. His coaching skills guide them toward a better understanding of how they can strengthen their work.Next time you see a difficult conversation on the horizon, ask yourself how you can make it a positive experience. Seize upon the opportunities for growth, and reflect on how you can act as a supportive coach rather than just calling out mistakes. If you want to learn more, read Practical Tactics for Crucial Communication.
- Help People Envision Their Future
Help your employees craft their career plans, envisioning the future of their dreams. An outstanding boss asks plenty of questions that help people figure out where they want to go in their careers. She shows she’s invested in her employee’s happiness. Her people look at her as a wise mentor rather than someone who’s there to criticize them.
- Focus on Work/Life Balance
Don’t assume that people will come to you to talk about problems with work/life balance. They may feel ashamed that they’re feeling burned out and stressed, or worried about your response. Check in with employees about their work/life balance regularly. If they’re having an issue, brainstorm solutions with them, being as accommodating as you can reasonably be.
Tom agreed to work on growing in these ways over the next several months. As time went on, people stopped seeing him as just a supervisor and started seeing him as a valued mentor and coach. Their trust and loyalty skyrocketed, and they felt encouraged to think creatively and take risks. Knowing they had a great boss behind them, they felt there was nothing they couldn’t accomplish together. With these tips on how to become a better boss, you’ll get there soon too, even if you’re not well on your way already!
Whether you’re an experienced boss or an aspiring one, reach out to Joel for Leadership Coaching Program.
“An image is not simply a trademark, a design, a slogan or an easily remembered picture. It is a studiously crafted personality profile of an individual, institution, corporation, product or service.”
~Daniel J. Boorstin~
Stella went out for drinks with a few coworkers after work. Over their conversation, she realized they had no clue what she did or what value she contributed. If she was that invisible to colleagues, she knew she must be invisible to leaders as well. She hopped on the phone with me to discuss how she could revamp her image at work.
Individuals, like companies, have a brand, I told Stella. Those who are proactive at shaping their own brand identity are more likely to be recognized and to get ahead in the workplace.
I then asked her to complete a simple exercise that I recommend to my clients. If you’re working to hone your personal branding at work, complete this exercise yourself:
List the three adjectives that best describe how you’re perceived by others at work.
Next, pick three adjectives that you would like others—especially your boss and key decision-makers—to use to describe you.
Now, here’s the tricky part (but it can be fun, too):
Develop specific, actionable strategies to move your brand identity from list #1 to list #2. This might involve training opportunities, volunteering for special assignments, or even changing your body language or how you dress. Make sure the appearance you project reflects the image you want to create.
For example, if one of your desired brand attributes is “creative,” look for opportunities to showcase your creativity at work. Then grow your personal brand by pitching an inventive new project or consistently offering your creativity in group efforts. Prepare to advocate for your ideas by explaining what they offer to the company—brainstorm on this with someone you trust first if need be.
Finding ways to add value to others’ projects in order to highlight your desired brand attributes is another way to make sure they take notice. Meet with them to discuss what they’re doing, and then make a pitch about how you can help.
As a publishing editor at a magazine, Stella wanted others to perceive her as savvy about bringing in the best talent. Innovation and ability to thrive under pressure were the other two key attributes she most wanted to play up. Currently, she believed others perceived her as highly accurate and organized, along with having strong communication skills—certainly all important qualities in an editor, but, well, pretty boring on their own.
Stella decided to pitch a special issue on a controversial topic, along with a design idea they’d never tried before. Her team loved it, and they hit a new record for copies sold. By revamping her image, Stella increased the success of the whole company.
Reaching out to influencers in your organization can help you make the most of such victories. According to a recent Nielsen survey, the opinions of people we trust are what influence us most when it comes to branding. Use this to your advantage with personal branding. Shifting how you’re perceived by a few key people with strong credibility can turn the tide for your career. Stella’s victory was so visible that leaders couldn’t help but notice, but you might need to make a call, send an email, or drop by an office to share what you’ve accomplished.
Crafting your own distinctive brand won’t happen overnight. But your personal branding strategy will work in due time, if you’re persistent. When you take your “brand manager” role seriously, you’ll be surprised at the difference you can make in achieving your career goals.
Contact Joel, as your leadership coach, to help craft your own distinctive brand.